Over the years, organisations have been steadily improving the implementation of HR processes. Steps have been taken to improve the manner in which organisations execute their tasks, from the hiring process and the development of employees to the implementation of opinion surveys throughout the company.
Human resource departments have more than one function within an organization. Not only are they responsible for developing strategies that focus on the recruitment and retention of the employees, but also for overseeing the projects that promote company-wide productivity. Most HR departments control the overall operations of a business, thus making the department a key component in the success of the company.
HR leaders must confront, overcome and leverage certain opportunities for competitive advantage. Human Resources should have a certain impact on business outcomes, especially now, in an economy where gaining competitive advantage is an essential aspect of success. The outsourcing of human resources shows a strong connection between HR leaders and business successes. The work done by the leaders in the human resource department of the company is directly proportional to the impact on the business. Human resources is a function that helps manage the working of an organization.
How HR companies can improve
In order to establish a successful business, HR companies like ours strive to make great business partners and trusted advisors. Demonstrating meaningful and measurable value and impacting the health, stability, and growth of the organization should be of prime importance to HR leaders. They should also be able to provide direction to their team members in order to execute their plan effectively.
Research suggests that apart from assisting companies hire employees, a human resource department should also focus on employee experiences once they are hired. The first step to bringing about a change is to shift focus from the regular HR outcomes of interest like job satisfaction, to business outcomes of interest such as customer satisfaction and financial performance. The essentials that drive an organization’s outcome are management, the employee who fits the job perfectly, and senior leadership positions in the company.
Recent studies have suggested that HR leaders must establish direct connections to the business metrics that are most important to execute.
How HR affects the company’s success:
Training and development
HR departments are often in charge of developing training programs to help strengthen the quality of work performed by employees within an organization. Research states that enhancing employee skills can lead to an increase in individual and organizational performances and help in achieving business goals. The role of HR in the area of training and development includes assessing training needs, developing training schedules and techniques, creating training manuals, instructing the employees in a way that they can grasp the concept of the organizational goals and help meet them.
Employee Acquisition
The human resource department is responsible for many aspects of hiring and training employees. Employee acquisition and retention processes are highly important for the success of a company. Human resource managers implement employee acquisition strategies to help build employee confidence, reduce turnover and improve work management skills, thus increasing overall company production.
Project Management
Project management is a critical tool for the HR organisation when it comes to meeting the strategic goals of an organization. The human resource department helps companies remain organised by outlining their project goals, identifying cost, ensuring benefits and assessing the risk of undertaking the project.
Compliance Management
Human resource managers are in charge of handling labour relations and resolving any and all disputes among employees within the organization. The HR department ensures that the organization is familiar with government regulations with regards to wages, labor and equal opportunities for all employees.
Cost and Quality Control
Human resource specialists help businesses save on unnecessary costs when developing compensation packages, employee assistance programs and benefit material for the organization. They help develop and implement training programs for employees to match the standards of the organization. HR managers are also in charge of quality control which is directly related to the accomplishments of company goals.
Employee Selection
Although recruiting, assessing and hiring the right people for the job can be a time-consuming and challenging process, hiring the right person for the job will lead to the productivity, morale, and employee retention. However, many times, the human resource department does not an eye for the right candidate or fail to hire an efficient employee due to lack of sophistication and discipline in their approach during the hiring process. Unstructured interviews and lack of commitment to the job can lead to hiring an under qualified employee. Efficient HR departments work on developing a structured selection process, while also taking into consideration legal issues while designing and implementing a selection system.
Key Steps To Follow While Implementing A Structured Selection And Training Program
1. Conduction of a Job Analysis
In order to implement a successful selection system, the HR department should make sure to determine the knowledge, skills, suitability and abilities of potential candidates in order to be successful on the job.
Analysing the job will help recruiters:
• Understand the nature and purpose of the job
• Identify any changes that might affect the job tasks
• Identify whether knowledge, skills and abilities of the employers will differentiate high performing employees from the average ones
• Choose selection techniques most relevant to the job performances
2. Choosing the Appropriate Selection Tools
Once the resumés have been analysed, and the unqualified candidates have been filtered, employers use a variety of selection tools. The most commonly used tools include pre-employment tasks, interviews and assessment centres.
Just like every organization in the world, companies have over-achievers and under-achievers. If employees are deployed at a wrong location or are given inadequate resources, they will fail to perform well. Hence, it is imperative for HR to bridge the gap between the business outcomes and the employee output by strengthening the selection process.
The role of HR and business outcomes is intricately linked together. Bridging a gap between the two is essential to help employees perform better, thus helping the company and business achieve the desired goals. An increasing number of companies are now focusing on employee and employer metrics with the goal to achieve desired business outcomes. Since HR plays a huge role in the success of a business, bridging the divide between the two is essential to the future success of the organization.
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